Investigation of nonverbal discrimination against women in simulated initial job interviews

This study investigated nonverbal sex discrimination in simulated initial job interviews with women applicants. It was hypothesized that experienced interviewers would exhibit more negative behaviors while interviewing a woman for a “masculine” job (an incongruent interview), but more positive behaviors while interviewing a woman for a “feminine” job (a congruent interview). It was further hypothesized that the behavior of inexperienced interviewers would remain the same across interviews. Mock initial job interviews were videotaped and nonverbal behaviors were coded. As hypothesized, experienced interviewers exhibited more negative and fewer positive behaviors in the incongruent interviews, whereas inexperienced interviewers did not. Unexpectedly, inexperienced interviewers exhibited more positive and fewer negative behaviors during incongruent interviews. Implications for training to reduce nonverbal discrimination are discussed.     

Training Employment Acquisition Skills for Adolescents with a Substance Abuse History

Obtaining paid employment is beneficial for youth during and following treatment for substance abuse. A training program for acquiring employment was implemented at a residential drug and alcohol rehabilitation facility for nine residents who were near to completing the program. Data are presented from three residents with the most complete data sets. Skills training was provided for completing biographic information on job application forms, job searching by telephone and in person, and job interviews. The training process included behavioral procedures of providing instructions, modeling, role‐play, and feedback. Improvements were demonstrated across all behaviors and participants after the training and generalized to real community materials and settings. All participants who remained in treatment also gained real work experience opportunities or regular paid employment. Copyright © 2011 John Wiley & Sons, Ltd.     

USE OF SOCIAL-SKILLS TRAINING IN THE TREATMENT OF EXTREME ANXIETY AND DEFICIENT VERBAL SKILLS IN THE JOB-INTERVIEW SETTING

A 30-year-old recent college graduate, exhibiting extreme anxiety and deficient verbal skills in job interviews, was treated with a social-skills training procedure that included instructions, modelling, behavior rehearsal, and videotape feedback. Three target behaviors—focused responses, overt coping statements, and subject-generated questions—were presented using a multiple-baseline design. Galvanic skin-response activity was monitored during pre- and posttraining in vivo job interviews. In addition, independent judges unobstrusively rated the subject's social-communicative behaviors in his temporary work-setting before and after training. Training resulted in expected changes for all three target behaviors and a decrease in the rate of speech disturbances. Physiological data supported the subject's report that training enabled him to deal with his anxiety more effectively during job interviews. Training was found to generalize to novel interview questions and different interviewers. Furthermore, unobtrusive measures of eye contact, fluency of speech, appropriateness of verbal content, and composure supported the subject's report that training generalized to his daily social interactions on the job.     

Development and validation of the job crafting scale

We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N = 1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job crafting scale (JCS) was developed and tested for its factor structure, reliability, and convergent validity. The criterion validity of the JCS was examined in Study 3. The results indicated that there are four independent job crafting dimensions, namely increasing social job resources, increasing structural job resources, increasing challenging job demands, and decreasing hindering job demands. These dimensions could be reliably measured with 21 items. The JCS shows convergent validity when correlated with the active constructs proactive personality (+), personal initiative (+), and the inactive construct cynicism (?). In addition, results indicated that self-reports of job crafting correlated positively with colleague-ratings of work engagement, employability, and performance — thus supporting the criterion validity of the JCS. Finally, self-rated job crafting behaviors correlated positively with peer-rated job crafting behaviors.     

Proactive Responding to Anticipated Discrimination Based on Chronic Illness: Double-Edged Sword?

Purpose

Proactive strategies for avoiding stigmatization may prevent work-related discrimination (Singletary and Hebl J Appl Psychol 94:797–805, 2009), yet these strategies may also cause strain in the stigmatized. We tested a model in which previous workplace discrimination experiences and anticipated future workplace discrimination related to proactive responses (compensatory behaviors and concealing behaviors), which, in turn, related to job tension.

Design/Methodology/Approach

Survey data were obtained from 332 workers with chronic illnesses. Structural equation modeling was used to test the proposed relationships.

Findings

Perceived previous discrimination directly related to anticipated future discrimination and indirectly related to compensatory and concealing behaviors. Anticipated discrimination directly related to compensatory and concealing behaviors, and indirectly related to job tension through compensatory behaviors. Compensatory behaviors were, but concealing behaviors were not, related to job tension.

Implications

Workers with chronic illness should be educated on ways to mitigate the negative effects of compensatory behaviors, including ensuring adequate opportunities to replenish resources. Organizations should provide assistance to these workers through Employee Assistance Programs or other types of job counseling. Organization leaders and supervisors have a responsibility to build an environment of acceptance for those with chronic illness in order to reduce potential discrimination.

Originality/Value

While proactive strategies are effective in reducing negative outcomes of stigmatization, little research has explored their potential downsides. We highlight the “double-edged sword” nature of compensatory behaviors. In addition, while a large proportion of U.S. workers are managing chronic illness, this population is understudied.     

Misperceptions of Motivation of Economically Disadvantaged Employees in Work Settings

The present study was designed to assess the cross-cultural perceptions of appropriate and inappropriate behaviors for three sets of role relationships. Employers and economically-disadvantaged job trainees were asked to rate the appropriateness of various behaviors for superordinate/subordinate, subordinate/superordinate, and peer/peer relationships. Results suggest that job trainees perceived the role of a superordinate as being more punitive, more deceitful, and less friendly than the employers thought would be appropriate. The findings are discussed in light of the concept of “ecosystem distrust”.     

The relationship of age to ten dimensions of job performance

Previous reviews of the literature on the relationship between age and job performance have largely focused on core task performance but have paid much less attention to other job behaviors that also contribute to productivity. The current study provides an expanded meta-analysis on the relationship between age and job performance that includes 10 dimensions of job performance: core task performance, creativity, performance in training programs, organizational citizenship behaviors, safety performance, general counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. Results show that although age was largely unrelated to core task performance, creativity, and performance in training programs, it demonstrated stronger relationships with the other 7 performance dimensions. Results also highlight that the relationships of age with core task performance and with counterproductive work behaviors are curvilinear in nature and that several sample characteristics and data collection characteristics moderate age-performance relationships. The article concludes with a discussion of key research design issues that may further knowledge about the age-performance relationship in the future.     

Eliminating selective stimulus control: a comparison of two procedures for teaching mentally retarded children to respond to compound stimuli

Selective stimulus control occurs when behavior fails to come under control of all characteristics of a compound stimulus after discrimination training. Two different assessment procedures, one used in prior research and the other incorporating incorrect stimuli (S - 's) which differed minimally from the correct stimulus (S+), were used to detect stimulus control deficits characteristic of selective stimulus control. The efficacy of two training procedures in eliminating selective stimulus control observed with three trainable mentally retarded children was evaluated in Experiment 1. A training procedure using S - 's that were minimally different from the S+ was designed to reduce the probability that stimulus discriminations could be based on stimulus characteristics other than experimenter-specified characteristics defining the S+. This procedure proved more effective in preventing and eliminating selective stimulus control as measured by both assessment procedures than an alternate discrimination training procedure that failed to impact the more stringent measures of selective stimulus control. Experiment 2 indicated that these improvements in stimulus control were not a function of varying degrees of difficulty between stimulus sets or of a prior history of discrimination training with the less effective training procedure. The need for better assessment procedures to detect selective stimulus control and suggestions for further improvements in discrimination training procedures are discussed.     

Unconventional Functions of Deviant Behaviors in the Relationship Between Job Stress and Emotional Exhaustion: Three Study Findings

This research was conducted in three independent studies for the purpose of examining the moderating role of deviant behaviors on the job stress and emotional exhaustion relationship. The statistical population of these three studies was the staff member of three independent organizations of Esfahan in Iran. Respectively, 275 (study 1), 351 (study 2) and 385 staff (study 3) was chosen conveniently. The first study’s findings showed that deviant behaviors moderate the relationship between job stress and emotional exhaustion. That is in low deviant behaviors there is a positive significant relationship between job stress and emotional exhaustion, but in high deviant behaviors there in not significant relationship between job stress and emotional exhaustion. The third study’s findings also showed that deviant behaviors moderate the relationship between job stress and emotional exhaustion. That is in low and high deviant behaviors there is a positive significant relationship between job stress and emotional exhaustion. Some theoretical and practical implications have been provided about these three reported studies in this research.     

A DISCRIMINATION TRAINING PROCEDURE TO ESTABLISH CONDITIONED REINFORCERS FOR CHILDREN WITH AUTISM

Although conditioned reinforcers are used in many behavioral intervention programs for individuals with developmental disabilities, little research has been conducted to determine optimal methods for establishing conditioned reinforcers. An early method that has received relatively little research attention is to condition a neutral stimulus as a discriminative stimulus and then use the stimulus as a programed consequence during skill acquisition. The current study evaluated the effects of a discrimination training procedure on establishing conditioned reinforcers for three children with autism. For all participants, previously neutral stimuli reinforced behaviors after acquiring discriminative properties during discrimination training. Copyright © 2014 John Wiley & Sons, Ltd.     

Category discrimination by pigeons using five polymorphous features

Eight pigeons were trained to discriminate between sets of color photographs of natural scenes. The scenes differed along five two-valued dimensions (site, weather, camera distance, camera orientation, and camera height), and all combinations of the feature values were used. One value of each dimension was designated as positive, and slides containing three or more positive feature values were members of the positive stimulus set. Thus, each feature had an equal, low, correlation with reinforcement, and all features had zero correlations with each other. Seven of the 8 pigeons learned this discrimination, and their responding came under the control of all five features. Within the positive and negative stimulus sets, response rates were higher to stimuli that contained more positive feature values. Once discrimination had been achieved, reversal training was given using a subset of the slides. In this subset, only a single feature was correlated with reinforcement. All pigeons learned this reversal successfully and generalized it to additional photographs with the same feature content. After reversal, the original reinforcement contingencies were reinstated, and training was continued using all the slides except those that had been used in reversal. Reversal generalized to these slides to some extent. Analysis of the response rates to individual slides showed that, compared with prereversal training, only the feature that had been subjected to reversal contingencies showed a reversed correlation with response rate. The remaining features showed the same correlation with response rate as they had before reversal training. Thus, reversal on some members of a category following category discrimination training led to generalization to stimuli within the category that were not involved in the reversal, but not to features that were not reversed. It is therefore inappropriate to refer to the pigeons as learning a concept.     

Construct of job performance: Evidence from Chinese military soldiers

The construct of job performance has been one of the important topics in job performance research. The present study investigated the construct of job performance among Chinese military soldiers using both qualitative and quantitative methods. First, after interviewing 95 officers and soldiers, we categorized and conceptualized eight sets of typical behavioural incidents related to soldiers' job performance, and designed a questionnaire measuring job performance. Then, using a sample of 1402 Chinese soldiers, questionnaire reliability and validity were tested, and then the questionnaire was revised. The construct of job performance was further refined using confirmatory factor analyses and regression analyses using another sample of 1068 soldiers. The results showed that Chinese military soldiers' job performance consisted of two dimensions of task performance and contextual performance. Furthermore, task performance had three subfactors: military training, task accomplishment and work capability, whereas contextual performance encompassed four factors: helping others, love of learning, promoting organizational benefit and self-discipline. Task performance and contextual performance contributed independently to overall job performance.     

Aligning job redesign with leadership training to improve supervisor support: a quasi-experimental study of the integration of HR practices

In this quasi-experimental study, we examine the alignment of a job redesign initiative with leadership training aimed at increasing supervisors’ opportunities for providing support to employees. In addition, we examine intervention-mediated effects on climate for innovation through increases in perceived supervisor support. To test the hypothesized process, we used employee ratings (N = 524) of perceived supervisor support and climate for innovation collected at three time points over 2 years in the home help services in seven Swedish municipalities. Results of latent growth curve analyses showed that employees in the intervention group had a stronger and positive slope of perceived supervisor support relative to the comparison group. Further, the growth trajectories of perceived supervisor support were positively associated with climate for innovation at the 24-month follow-up. The study contributes to the human resource management literature by showing that alignment of employment practices such as training with work practices such as job redesign may be a promising strategy for achieving positive outcomes at multiple levels in organizations.     

Changing interactions between teachers and socially inhibited kindergarten children: An interpersonal approach

In a short-term longitudinal intervention study, it was investigated whether a short teacher training in interpersonal theory and the complementarity principle could be used to break negative interaction cycles between teachers and socially inhibited kindergartners. Sixty-five children and their 35 regular teachers were observed in a dyadic task setting, on three occasions. In the training, it was explained that teachers could elicit more initiative from children by being less dominant and more friendliness by being more affiliative. Independent observers rated teachers' and children's interactive behaviors in 5-second episodes. Teachers reported on children's social inhibition. Multilevel analyses showed that the training elicited a decrease in teacher control at follow-up. Unexpectedly, the training increased teachers' complementarity on the affiliation dimension, especially in interactions with highly inhibited children. Implications for theory and practice are discussed.     

A Comparative Study of the Intelligence of Jewish Preschool Boys and Girls of Orthodox Parentage

Children aged 2-51/2 to 5-1/2 were pretrained on two three-choice simple discrimination problems presented consecutively, which were followed by training on 10 unique oddity sets. Transfer data were obtained from those Ss who learned the oddity problems by presenting five new oddity sets.

All three Groups learned the second pretraining problem more quickly than the first, although on both problems the two older Groups learned faster than the youngest Group. Nearly all the Ss learned to select the correct stimuli on the 10 three-choice oddity sets. Sixty-four percent of the children between 2-1/2 and 4-1/2 evidenced transfer to the five new oddity sets, indicating comprehension of the oddity relationship and the ability to respond on the basis of this higher-order solution. This finding is contrary to that predicted by contemporary theories of cognitive development (e.g., 3, 8).

The remaining Ss had either learned to choose the odd stimulus, but were unable to maintain a relational choice when presented with new sets, or solved the original discrimination by applying specific solutions to a 10-problem simultaneous three-choice discrimination problem.     

EXPLAINING U.S. COURTS OF APPEALS DECISIONS INVOLVING PERFORMANCE APPRAISAL: ACCURACY, FAIRNESS, AND VALIDATION

Accuracy and due process perspectives were used to extend policy-capturing research concerning employment discrimination case law. Two-hundred ninety-five usable U.S. Circuit Court decisions concerning performance appraisal were located from 1980–1995. In both chi-square and multivariate LOGIT analyses, decisions were explained by: use of job analysis, provision of written instructions, employee review of results, and agreement among raters. Contrary to hypotheses, appraisal frequency and type (traits vs. behaviors or results) were unrelated to judicial decision. Rater training approached significance in chi-square analysis. Of other variables checked (e.g., type of discrimination claim, statutory basis, class action status, year of decision, circuit court, type of organization, purpose of appraisal, evaluator race and sex), only circuit court approached significance. We conclude that issues relevant to fairness and due process were most salient to judicial decisions; issues pertaining to accuracy were important, yet validation was virtually ignored in this sample of cases.     

ALPHABET LETTERS AS TOKENS: TRAINING PRESCHOOL CHILDREN IN LETTER RECOGNITION AND LABELLING DURING A TOKEN EXCHANGE PERIOD1

In token economies, we typically consider the instructional opportunities available during the periods of token delivery, but may overlook educational opportunities available at the time of token exchange. The present studies examined the use of labelled tokens and routines in the token exchange period to teach alphabet letter recognition to economically disadvantaged preschool children. The children earned points for a variety of academic behaviors in an early morning classroom setting. At no time were alphabet letters introduced or taught during class. Later, during a midmorning token exchange period, operated according to a department store model, the children were given their points in the form of poker chips inscribed with upper-case alphabet letters. They were required to discriminate among these lettered chips before exchanging them for backup reinforcers sold in four or five stores. To assess alphabet letter knowledge, probe evaluations were periodically conducted in which questions requiring alphabet letter recognition and labelling were asked. The answers to these questions were not reinforced. Alphabet letter training during token exchange periods consisted of having a child display the lettered chips, whereupon a teacher asked a number of recognition-type questions. Wrong answers were corrected, and correct answers praised. The child was allowed to exchange the tokens when the number required for a purchase had been recognized correctly. The periodic probe evaluations revealed consistent increases in correct alphabet letter recognition and, as a byproduct, alphabet labelling was facilitated, even though not explicitly trained. Thus, once the letters were recognized, correct labelling shortly followed. The sequential training of new sets of letters was used to demonstrate experimental control within subjects for two children. A control for exposure to the letters was provided by using the labelled tokens, but requiring the counting of chips rather than letter discrimination in the exchange period for two other children. This procedure produced chance levels of letter recognition, which were subsequently improved when the discrimination procedure was added. Posttraining probes, conducted at one and three weeks after training when the labelled tokens and discrimination routines were no longer in use, revealed the same high levels of recognition and labelling performance found during training. Thus, it appears that labelled tokens may be used to teach discriminations during token exchange periods so long as responses are differentiated on the basis of relevant dimensions of the stimuli.     

Teaching children with autism to explain how: A case for problem solving?

Few studies have applied Skinner's (1953) conceptualization of problem solving to teach socially significant behaviors to individuals with developmental disabilities. The current study used a multiple probe design across behavior (sets) to evaluate the effects of problem‐solving strategy training (PSST) on the target behavior of explaining how to complete familiar activities. During baseline, none of the three participants with autism spectrum disorder (ASD) could respond to the problems presented to them (i.e., explain how to do the activities). Tact training of the actions in each activity alone was ineffective; however, all participants demonstrated independent explaining‐how following PSST. Further, following PSST with Set 1, tact training alone was sufficient for at least one scenario in sets 2 and 3 for all 3 participants. Results have implications for generative responding for individuals with ASD and further the discussion regarding the role of problem solving in complex verbal behavior.     

Some characteristics of concurrent discrimination and retention by monkeys

Before and after learning-set training, 12 rhesus monkeys were tested on the acquisition and retention of tasks consisting of eight concurrent object discrimination problems. Training on the concurrent discrimination was administered unitil a fairly stringent acquisition criterion was met. Under these procedures, retention, unlike acquisition, was little influenced by initial object preferences. Excellent retention was observed both before and after learning-set training. In a second experiment, these same monkeys were tested on a series of concurrent tasks which provided different numbers of objects as the sets of correct and incorrect discriminanda. Task solutions depended largely upon acquiring and retaining a list of correct objects despite designation of the large or small sets as the correct one. The animals seemed not to use “exclusion” strategies even when this might have provided an efficient task solution. It was considered that the monkeys' performances were based on stimulus sampling characteristics like those seen in other discrimination testing situations.     

Defining Work Stress in Young People

Stress experienced by young workers can be very different from stress experienced by adults because of differing psychosocial developments. It is important to understand how early workplace experiences shape young workers' subsequent attitudes and behaviors, which may affect their psychological well‐being. This study examined how 18 young workers ages 17–29 perceive work stress. The authors found that young workers view job stress in 3 dimensions: lack of opportunity to learn, poor social interaction, and lack of opportunity to exercise initiative. Young workers also view work demands as challenging tasks and become job crafters to find more satisfaction in routine tasks.